Laserfiche WebLink
( 1) Review hiring decisions of the last five ( 5) years <br /> and revise those hiring procedures which reflect any <br /> discriminatory practice; <br /> (2) If necessary, set remedial goals for hiring <br /> qualified minorities and women within each job category of the <br /> department, agency, board or commission in order to measure <br /> its progress in eliminating any underrepresentation of <br /> minorities and women, as follows: <br /> a. Jobs which do not re•uire s•ecial skills. The <br /> goals for job categories which do not require special <br /> skills shall be in proportion to the overall percentage <br /> of minorities and women within the area work force; <br /> b. Jobs which require special skills. The goals <br /> for job categories which require special skills shall be <br /> in proportion to the overall percentage of minorities and <br /> women within the area work force who have the educational <br /> and experience requirements for the job category; and <br /> ( 3 ) Review and reevaluate its hiring procedures, <br /> decisions and goals annually by January 31 in order to insure <br /> that they do not reflect any discriminatory practice and in <br /> order to measure its progress in eliminating any <br /> underrepresentation of minorities and women, as follows: <br /> a. Review hiring decisions of the year and revise <br /> those hiring procedures which reflect any discriminatory <br /> practice; <br /> b. Review hiring decisions in light of the remedial <br /> goals established for the year and report progress in <br /> eliminating the underrepresentation of minorities and <br /> women or lack thereof to the Mayor, including any reasons <br /> why despite good faith efforts the department, agency, <br /> board or commission was unable to meet its goals for the <br /> year; <br /> c. Reevaluate remedial goals established for each <br /> job category to insure that the goals are realistic in <br /> relation to the number of qualified minorities and women <br /> in the area work force and to insure that the goals are <br /> being used as guidelines rather than as quotas which must <br /> be met; and <br /> d. Discontinue the remedial goal for a particular <br /> job category when the underrepresentation of minorities <br /> and women is eliminated in that category. <br /> (c) Personnel policies and practices. Each department, <br /> agency, board or commission of the City shall: <br /> (1) Review all employment policies and revise those <br /> policies which reflect any discriminatory practice; <br /> ( 2) Review personnel actions of the past five years, <br /> including but not limited to actions related to employee <br /> promotions, raises, benefits, transfers, layoffs, returns from <br /> layoffs, and training or educational programs, and revise <br /> those personnel procedures which reflect any discriminatory <br /> practice; and <br /> ( 3 ) Actively encourage the promotion of minorities and <br /> women to positions for which they are aualified _ <br />